Acquisition Integration Lead – People and Organisational Development

Acquisition Integration Lead – People and Organisational Development

Flexible Location

Up to £500 a day

COMPANY OVERVIEW

FluidOne is a PE Backed market-leading connected cloud solution provider. FluidOne’s strategic objective is to be the best quality provider of connected cloud solutions to UK businesses. Our services span across the full range of IT, communications and cyber security and we create multi-cloud, multi-connected environments for our customers while delivering a fantastic customer experience from end-user to applications. Through our software-defined national fibre network, Platform One, we blend IoT, ethernet, broadband, mobile, internet, WiFi, cloud and hosting solutions from over 30 different asset-owning communications providers into one ready to compare, quote, order and use service.

Our team currently stands at 120 and we are proud of our great staff culture which we believe is a cornerstone of our success and future growth. We have repeatedly been included in the Sunday Times’ list of the 100 Best Companies to Work For and achieved Investors in People silver accreditation. As part our acquisitive growth strategy however, we are in the process of onboarding an acquisition that was concluded in December 2021, which will see group revenue increase to c. £60m and headcount to c. 240. This is where we need your help.

ABOUT THE ROLE

We are looking for an experienced executive HR professional with deep knowledge of acquisition integration of growth businesses in the technology/communications sector. Leading the business and teams through the change curve, ensuring transparent and open engagement and communication across the business and driving the transformation agenda are three key priorities for the role.

This individual will work alongside the executive team. You will help define the blueprint for all aspects of the combined group and oversee its successful rollout and implementation from an HR perspective.

Key responsibilities will include:

• Partnering with the CFO and leadership team to develop a clear vision for the acquisitions and acting as HR programme lead for the delivery of all strategic M&A, TUPE and change activity.
• Working with employment lawyers to ensure that all HR processes meet regulatory requirements; including the legally compliant transfer of employees and employment contracts, acquired rights and all formal legal consultation.
• Developing the HR blueprint for all aspects of the combined organisation including reward, change management and talent retention.
• Tracking ongoing people and integration cost issues (e.g., pension liabilities, severance, retention bonuses) as well as costs saved due to workforce reductions and consolidations.
• Launching employee communication plans, gauging employee attitudes and engagement levels with the view to developing and maintaining our distinctive culture and employee proposition.
• Working with functional and executive leaders on various transition issues involving culture, productivity, working environment and communications while ensuring that HR continues to deliver to the needs of the business.
• Aligning HR policies, programmes and practices using selected HR systems.
• Acting as an ambassador for FluidOne in both internal and external dealings, proactively looking to promote our reputation and business.
• Championing strong cross-functional working across all key departments and building a culture of operational excellence, delivering sustained and continuous improvement.
• Supporting the executive team to implement clear KPIs against which the organisation can effectively manage itself.
• Where required, negotiating, establishing and managing Service Level Agreements with external agencies, suppliers and contractors.

ROLE SPECIFICS

Key relationships:

• Internal: Board members, line managers, team members
• External: acquisition target organisations, third party suppliers

Team:

• Reports to: CFO
• This individual will be expected to take the lead on all HR involvement in the acquisitions, leveraging external employment lawyers as required.
• They will have no direct line management of the existing HR function.

REQUIRED EXPERIENCE

• Previous HR leadership experience within fast-growing organisations of relevant scale and complexity i.e. £50 – 100m businesses with high levels of recurring revenue. Experience within B2B technology organisations (connectivity, cloud, unified communications or managed services) is preferable but not essential.
• Extensive M&A experience, including post-acquisition integration and implementation of the HR plan.
• Strong technical and legal knowledge, particularly regarding TUPE regulations.
• Pragmatic, non-hierarchical and ‘hands on’ approach; enjoys rolling up their sleeves and ‘getting stuck into’ HR activity.
• Strong problem solving skills and the ability to deal with – and quickly make decisions using – incomplete sets of data.
• Critical business sense; able to identify early commercial, people and financial issues that may affect the business.
• Places value on strong relationships with appreciation of the power of listening and collaboration.
• Demonstrates strong emotional intelligence to understand the organisation as it is and take it on a journey without losing its positive values.
• Focus on results; a self-starter who makes things happen.